Personnel management system, method, and program

Abstract

To enable management so as to secure personnel having skills necessary for jobs.SOLUTION: A personnel management system includes: a storage device that stores management information and a software program; and a processor that refers to the management information and executes the software program. The management information includes job information, for each job, indicating a date and time when the job is to be executed and a skill required for the job, job performance information, for each job, recording a date and time when the job was actually executed and an execution result of the job, skill information indicating the number of necessary personnel having the skill for each skill, and personnel information indicating a skill of the personnel for each personnel. The processor specifies an insufficient skill that is a skill lacked by personnel on the basis of the management information, creates an OJT plan for the insufficient skill, and compares execution results of the job regarding the insufficient skill and / or the number of personnel having the insufficient skill obtained before and after the OJT is executed.SELECTED DRAWING: Figure 18

Description

[Technical Field]

[0001] The present disclosure relates to a technique for managing personnel who perform a job. [Background technology]

[0002] Patent Document 1 discloses a system for allocating personnel to events requiring duties and for training personnel with the skills required for those duties. When an event requiring duties occurs in an information system, the personnel allocation device of Patent Document 1 allocates personnel with the high skills required to handle the event and personnel whose skills need to be improved as personnel to handle the event. The personnel with the high required skills are designated as trainers, and the personnel whose skills need to be improved are designated as training recipients, and the skills of the training recipients can be improved while handling the event. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Application Laid-Open No. 2004-302571 Summary of the Invention [Problem to be solved by the invention]

[0004] The method of Patent Document 1 is considered to be useful for improving the individual skills of each employee, but it does not tell whether the organization as a whole has a sufficient number of employees with the skills necessary for each job. Also, various jobs require various skills, but it is not possible to know which skills are appropriate to train. As a result, it has not been easy to maintain a sufficient number of employees with the appropriate skills.

[0005] One objective of this disclosure is to provide a technique that allows management to ensure that personnel have the necessary skills for the job. [Means for solving the problem]

[0006] A personnel management system according to one embodiment of the present disclosure is a personnel management system for managing personnel who perform jobs requiring skills, and includes a storage device that stores management information and a software program, and a processor that references the management information and executes the software program. The management information includes: job information indicating, for each job, the date and time that the job should be performed and the skills required for the job; job performance information that records, for each job, the date and time that the job was actually performed and the results of the job performance; skill information indicating, for each skill, the number of personnel with the skill required; and personnel information indicating, for each personnel, the skills possessed by the personnel. The processor identifies skills that personnel lack based on the management information, defines trainees, trainers, and jobs, creates an OJT plan that defines OJT in which the trainees will perform the jobs with the trainers to help the trainees acquire the skills, and compares the results of the job performance related to the skills and / or the number of personnel with the skills before and after the OJT. [Effects of the Invention]

[0007] According to one aspect of the present disclosure, management can be performed to ensure that personnel have the skills required for the job. [Brief explanation of the drawings]

[0008] [Figure 1] 1 is a block diagram showing an overall system according to an embodiment of the present invention; [Figure 2] FIG. 2 is a block diagram of an OJT job assignment server. [Figure 3] FIG. 10 is a diagram illustrating a job table. [Figure 4] FIG. 10 is a diagram showing a skill table. [Figure 5] FIG. 10 is a diagram showing a personnel table. [Figure 6] FIG. 4 is a diagram showing a shift table. [Figure 7] FIG. 10 is a diagram illustrating an allocation table. [Figure 8] FIG. 10 is a diagram illustrating a job performance table. [Figure 9] FIG. 10 is a diagram illustrating a lacking skill table. [Figure 10] FIG. 10 is a diagram showing a skill selection GUI. [Figure 11] FIG. 10 is a diagram showing an OJT plan creation GUI. [Figure 12] FIG. 10 is a diagram showing an OJT planning table. [Figure 13] FIG. 10 is a diagram showing an OJT allocation table. [Figure 14] FIG. 10 is a diagram showing an OJT plan confirmation GUI. [Figure 15] FIG. 10 is a diagram showing an OJT evaluation table. [Figure 16] FIG. 10 is a diagram showing an OJT evaluation GUI. [Figure 17] 10 is a flowchart of a process performed by a job assignment program. [Figure 18] 10 is a flowchart of processing by an OJT planning program. [Figure 19] 10 is a flowchart of the process of a skill deficiency determination module. [Figure 20] 10 is a flowchart of the processing of an OJT job assignment module. [Figure 21] 10 is a flowchart of the process of a trainee selection module. [Figure 22] 10 is a flowchart of the processing of the OJT job assignment module 2. [Figure 23] 10 is a flowchart of the processing of an OJT evaluation module. DETAILED DESCRIPTION OF THE INVENTION

[0009] DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS An embodiment of the present invention will now be described with reference to the accompanying drawings. In this embodiment, an overall system for managing business and employees in a company is exemplified. Business in a company includes various duties.

[0010] Fig. 1 is a block diagram showing the overall system according to this embodiment. Referring to Fig. 1, an information system 101, an information system management server 102, an OJT job assignment server 103, and a terminal device 105 are interconnected via a network 103. The network 103 is a wired or wireless communication network such as the Internet, an intranet, or a LAN (Local Area Network).

[0011] Information system 101 is a computer system for executing business operations. A company's business involves various tasks. A company has many employees, including personnel who share and perform each task. Each employee is responsible for tasks according to their skills and level.

[0012] The information system management server 102 is a server device for managing the information system 101. The information system management server 102 stores configuration information of the hardware and software of the information system 101. The administrator of the information system 101 operates and maintains the information system 101 using the information system management server 102. The information system management server 102 accumulates operation and maintenance logs of the information system 101.

[0013] The OJT job assignment server 103 is a computer system for identifying skills for which personnel are lacking (hereinafter also referred to as "deficient skills") in order to secure the required number of personnel with the required skills, planning OJT (On the Job Training) to develop personnel with the lacking skills, and evaluating the results of the implemented OJT. The configuration and operation of the OJT job assignment server 103 will be described in detail later.

[0014] Terminal device 105 is a computer used by employees for work. Personnel assigned to jobs use this terminal device 105 to perform their jobs. In addition, the manager of information system 101 operates and maintains information system 101 using information system management server 102 from terminal device 105. In addition, the manager who manages jobs and personnel uses OJT job assignment server 104 from terminal device 105 to assign personnel to jobs and plan and evaluate OJT to develop personnel with insufficient skills.

[0015] 2 is a block diagram of the OJT job assignment server. The OJT job assignment server 104 is composed of a computer equipped with a network interface 201, a processor 202, an input / output device interface 203, memory 204, and a local disk 205. The local disk 205 stores, as management information, a job table 20501, a skill table 20502, a personnel table 20503, a shift table 20504, an assignment table 20505, a job performance table 20506, a deficiency skill table 20507, an OJT plan table 2058, an OJT assignment table 20509, and an OJT evaluation table 20510. The local disk 205 also stores, as software programs, a job assignment program 20512 and an OJT plan program 20513.

[0016] The network interface 201 is an interface device that allows the OJT job assignment server 104 to send and receive data to and from other computers via the network 103. The processor 202 is a processing device that executes software programs using the memory 204. The input / output device interface 203 is an interface device that connects to input / output devices such as a keyboard, mouse, and display, enabling data input and output.

[0017] The processor 202 executes software programs using the management information on the local disk 205, thereby realizing various processes of the OJT job assignment server 104. The various processes of the OJT job assignment server 104 will be described in detail later.

[0018] FIG. 3 is a diagram showing a job table.

[0019] The job table 20501 is a table that stores information about each job. In the job table 20501, the job ID, job mode, job pattern, job name, deadline, required time (minutes), desired start date and time, skill set, and OJT flag are recorded in correspondence with each other in each row record.

[0020] The job ID is identification information for identifying the job.

[0021] The job mode is information indicating whether the job is a job that is performed by a staff member through manual operation or a job that is automatically executed by the information system 101.

[0022] The job pattern is information indicating whether the job is a job that is performed periodically or irregularly.

[0023] The job title is the name of the job.

[0024] The deadline is information indicating the deadline for performing the task. For example, the deadline for a task that is performed periodically is represented by a CRON tab that includes the initial date and time and the cycle. For example, the deadline for a task that is performed irregularly is represented by a date and time.

[0025] The required time (minutes) is information indicating the required time for the task in minutes. For example, the required time is indicated by a standard required time and an allowable time range before and after that time.

[0026] The desired start date and time is information indicating the date and time when the job should start. For example, the desired start date and time for a job that is performed periodically is represented by a CRON tab that includes the initial date and time and the period. For example, the desired start date and time for a job that is performed irregularly is represented by a date and time.

[0027] A skill set is information indicating the skills required for a job. A job may require one skill or multiple skills. Skills are represented by skill identification information. Skills required for a job may be indicated by the type and level of the skill. Jobs that are performed automatically do not require personnel, and therefore do not require the skills.

[0028] The OJT flag is information that indicates whether the job in question can be assigned to OJT. True means that it can be assigned to OJT, and False means that it should not be assigned to OJT. For example, important jobs may not be assigned to OJT. In the example in Figure 3, the job with job ID TMI10002 is an important job that applies security patches, so OJT is not assigned to it. Also, NA means that OJT cannot be performed for jobs that are performed automatically, so OJT cannot be performed for them and so they are marked as NA.

[0029] FIG. 4 is a diagram showing a skill table.

[0030] The skill table 20502 is a table showing information about each skill. In the skill table 20502, a skill ID, a skill name, a skill level, a minimum number of personnel required, and ability details are recorded in association with each other in each row of the record.

[0031] The skill ID is identification information for identifying the skill.

[0032] The skill name is the name of the skill and indicates the type of skill.

[0033] The skill level is information indicating the level of the skill.

[0034] The minimum number of personnel required is information indicating the minimum number of personnel required who have the skill.

[0035] The ability details are information that indicates the details of the skill.

[0036] FIG. 5 is a diagram showing the personnel table.

[0037] The personnel table 20503 is a table showing information about each personnel. In the personnel table 20503, a personnel ID, a name, and a skill set are recorded in each row of the record, in association with each other.

[0038] The staff ID is identification information for identifying the staff member.

[0039] The name is the name of the person in question.

[0040] The skill set is information indicating the skills possessed by the relevant personnel. The relevant personnel may have one skill or multiple skills. Skills are represented by skill identification information. The skills possessed by the relevant personnel may be indicated by the type and level of the skill.

[0041] FIG. 6 is a diagram showing a shift table.

[0042] The shift table 20504 is information indicating the time periods that each employee works in. In the shift table 20504, a shift ID, employee ID, shift start date and time, and shift end date and time are stored in each row of the record, and are associated with each other.

[0043] The shift ID is identification information for identifying each unit from the start to the end of work. The unit may also be called a shift.

[0044] The staff ID is identification information for identifying the staff working in the shift.

[0045] The shift start date and time is information indicating the date and time when work for the shift begins.

[0046] The shift end date and time is information indicating the date and time when work for the shift ends.

[0047] FIG. 7 is a diagram showing the allocation table.

[0048] The assignment table 20505 is a table that records information about the execution schedule of each job that will be performed in the future. In the assignment table 20505, each row record stores the assignment ID, job ID, personnel ID list, OJT flag, start date and time, and end date and time for the execution schedule of the job, in correspondence with each other.

[0049] The assignment ID is identification information for identifying the execution schedule of the job.

[0050] The job ID is identification information for identifying the job.

[0051] The personnel ID list is identification information for identifying personnel who perform the job.

[0052] The OJT flag is a flag that indicates whether the scheduled execution of the job is assigned to OJT. True means that it is assigned to OJT, and False means that it is not assigned to OJT.

[0053] The start date and time is information indicating the date and time when the job is scheduled to start.

[0054] The end date and time is information indicating the date and time when the job is scheduled to end.

[0055] FIG. 8 is a diagram showing a job performance table.

[0056] The job performance table 20506 is a table that records information about the results of each job performed. In the job performance table 20506, the job record ID, assignment ID, start date and time, end date and time, required time (minutes), and number of operation errors are recorded in association with each other in each row of the record.

[0057] The job record ID is identification information for identifying the performance record of a job.

[0058] The assignment ID is information indicating the assignment ID that was assigned to the execution schedule of the job corresponding to the execution result of the job.

[0059] The start date and time is information indicating the date and time when the job actually started.

[0060] The end date and time is information indicating the date and time when the job was actually completed.

[0061] The required time (minutes) is information indicating the actual time required to perform the task in minutes.

[0062] The number of operation errors is information indicating the number of operation errors that occurred during the actual performance of the job.

[0063] FIG. 9 is a diagram showing a lacking skill table.

[0064] The skill shortage table 20507 is a table that records information about each skill shortage. In the skill shortage table 20507, the skill ID, number of personnel, number of jobs, shortage rate (number of jobs / number of personnel), number of assignment mismatches, total assignment mismatch delay time (minutes), minimum number of personnel required, and most recent assignment (days ago) are recorded in association with each other in each row of the record.

[0065] The skill ID is identification information for identifying the deficient skill.

[0066] The number of personnel is information indicating the number of personnel who have the skill in question.

[0067] The number of jobs is the number of jobs that require the skill shortage.

[0068] The shortage rate (number of jobs / number of personnel) is information that indicates the degree of personnel shortage for the relevant skill. The shortage rate (number of jobs / number of personnel) is calculated by dividing the number of jobs by the number of personnel. The higher the shortage rate, the greater the degree of personnel shortage.

[0069] The number of allocation mismatches is information indicating the number of times that a job schedule could not be created for a job requiring the corresponding insufficient skill, with the desired start date and time set in the job table 20501 as the start date and time in the allocation table 20505. Hereinafter, the inability to create a job schedule for a job with the desired start date and time as the start date and time may be referred to as an allocation mismatch.

[0070] The total allocation mismatch delay time (minutes) is information indicating the total time, in minutes, that the start date and time was delayed due to an allocation mismatch for the corresponding skill shortage.

[0071] The minimum number of personnel required is the minimum number of personnel who have the skill shortage.

[0072] Last Assigned (... days ago) is information that indicates the number of days prior to today on which a task requiring the missing skill was most recently assigned to a worker and performed. For example, if a task is automated and the frequency with which it is assigned to a worker decreases, the value of Last Assigned (... days ago) for the skill required for that task will increase.

[0073] 10 is a diagram showing a skill selection GUI. GUI stands for Graphical User Interface.

[0074] The skill selection GUI UI01 is a screen for the manager to select skills for training personnel through OJT.

[0075] In this embodiment, the OJT job assignment server 103 presents a skill selection GUI UI01 to the manager, prompting the manager to decide on skills for developing personnel through OJT. When the manager checks the checkboxes of one or more deficient skills and presses the OK button, the deficient skills are confirmed as targets for OJT.

[0076] FIG. 11 is a diagram showing the OJT plan creation GUI.

[0077] The OJT planning GUI UI02 is a screen for the manager to input OJT parameters. Examples of the parameters include the number of trainees to be trained, the number of tasks the trainees will have experience in, and the number of times the trainees will have experience in the tasks.

[0078] FIG. 12 is a diagram showing an OJT plan table.

[0079] FIG. 10 is a diagram showing an OJT planning table.

[0080] The OJT plan table 20508 is a table in which information about OJT plans is registered. In the OJT plan table 20508, the OJT plan ID, skill ID, number of trainees, number of tasks, number of times, registration date and time, start date and time, end date and time, and status are registered in correspondence with each other in each record.

[0081] The OJT plan ID is identification information for identifying the OJT plan.

[0082] The skill ID is identification information for identifying the skill for training a personnel in the OJT plan.

[0083] The number of trainees is information indicating the number of trainees to be trained as skilled personnel in the OJT plan.

[0084] The number of jobs is information indicating the number of jobs that the trainee will experience in the OJT of the OJT plan.

[0085] The number of times is information indicating the number of times the trainee will experience each job in the OJT of the OJT plan.

[0086] The registration date and time is information indicating the date and time when the OJT plan was registered.

[0087] The start date and time is information indicating the date and time when the OJT according to the OJT plan will start.

[0088] The end date and time is information indicating the date and time when the OJT according to the OJT plan will end.

[0089] The status is information that indicates the state of the OJT according to the OJT plan. The status can be registered, in progress, completed, or evaluated. Registered means that the OJT plan has been registered but the OJT has not yet started. In progress means that the OJT for the OJT plan has started but has not yet finished. Completed means that the OJT for the OJT plan has finished but the results have not yet been evaluated. Evaluated means that the results of the OJT for the OJT plan have been evaluated.

[0090] FIG. 13 is a diagram showing an OJT allocation table.

[0091] The OJT allocation table 20509 is a table in which information about each OJT included in the OJT plan is registered. One unit of OJT is defined for each trainee and job. In other words, one unit of OJT is when one trainee experiences one job the required number of times. In the OJT allocation table 20509, an OJT allocation ID, OJT plan ID, skill ID, trainee ID, job ID, and allocation are registered in association with each other for each OJT.

[0092] The OJT assignment ID is identification information for identifying the OJT.

[0093] The OJT plan ID is identification information for identifying the OJT plan that includes the OJT.

[0094] The skill ID is identification information for identifying the skill for which the personnel is to be trained in the OJT.

[0095] The trainee ID is identification information for identifying the trainee to be trained in the OJT.

[0096] The job ID is identification information for identifying the job that the trainee will experience during the OJT.

[0097] The assignment is the start date and time, end date and time, and trainer assignment information for the job in the OJT. For example, in the case of OJT in which one trainee experiences the same job twice, two sets of start date and time, end date and time, and trainer assignment information are registered.

[0098] FIG. 14 is a diagram showing the OJT plan confirmation GUI.

[0099] The OJT plan confirmation GUI UI03 is a screen for confirming the OJT plan created by the administrator.

[0100] In this embodiment, when the manager checks the content of each OJT included in the OJT plan on the OJT plan confirmation GUI UI03 and presses the OK button, the assignment of trainers and trainees to the OJT tasks is confirmed.

[0101] FIG. 15 is a diagram showing an OJT evaluation table.

[0102] The OJT evaluation table 20510 is a table in which the evaluation of OJT based on the OJT plan is recorded. In the OJT evaluation table 20510, for each row record, the OJT plan ID, skill ID, assignment mismatch before and after OJT, number of personnel before and after OJT, task completion time (minutes) before and after OJT, and number of operation errors before and after OJT are recorded in correspondence with each other for each OJT plan and skill.

[0103] The OJT plan ID is identification information for identifying the OJT plan.

[0104] The skill ID is identification information for identifying the skill.

[0105] The allocation mismatch before and after OJT is information indicating the number of allocation mismatches before and after the implementation of the OJT for the OJT and the skill.

[0106] The number of personnel before and after OJT is information indicating the number of personnel before and after the implementation of the OJT and the OJT for the skill.

[0107] The task completion time (minutes) before and after OJT is information indicating the average and standard deviation in minutes of the task completion time before and after OJT is implemented for the OJT and the skill.

[0108] The number of operation errors before and after OJT is information indicating the number of operation errors before and after the implementation of the OJT and the skill.

[0109] FIG. 16 is a diagram showing the OJT evaluation GUI.

[0110] The OJT evaluation GUI UI04 is a screen for evaluating the results of the OJT of the OJT plan created by the manager. In this embodiment, for the OJT selected by the manager, the allocation mismatch before and after the OJT, the number of personnel before and after the OJT, the task completion time (minutes) before and after the OJT, and the number of operation errors before and after the OJT are displayed in graph form.

[0111] Figure 17 is a flowchart of processing by the job assignment program. Figures 18 to 23 are flowcharts of processing by the OJT planning program. Processing by the OJT planning program 20513 includes processing to create an OJT plan and processing to evaluate the results of the OJT. After processing to create an OJT plan by the OJT planning program 20513, processing to assign jobs by the job assignment program 20512 is performed. Then, after the OJT is actually carried out, processing by the program to evaluate the results of the OJT by the OJT planning program 20513 is performed.

[0112] As mentioned above, the OJT plan is created before the processing of the job assignment program 20512 shown in FIG. 17. Therefore, in the processing of the job assignment program 20512, the allocation of personnel etc. to the jobs defined in the OJT plan is first reflected, and then personnel are assigned to the remaining jobs.

[0113] 17, in step S101, the processor 202 inputs the start date and time S and end date and time E of the scheduling period for which tasks are to be assigned, based on an operation by the administrator. Next, in step S102, the processor 202 acquires all manual tasks whose deadlines fall between the period [S, E] from the task table 20501, and creates a list L1 of the acquired tasks. Next, in step S103, the processor 202 acquires all tasks and assignments of OJT plans whose status is "in progress" by referring to the OJT plan table 20508 and the OJT assignment table 20509, and creates a list L2 of these. Next, in step S103, the processor 202 selects from list L2 only assignments whose "start date and time" is equal to or greater than S and whose "end date and time" is equal to or less than E, and creates a list L3 of the selected assignments.

[0114] Next, the processor 202 repeats the following processing of steps S106 to S108 for all allocations in list L3 (step S105).

[0115] In step S106, the processor 202 creates an entry in the allocation table 20505 and sets the OJT flag to "true." Furthermore, the processor 202 references the OJT allocation table 20509 and sets the personnel IDs of the OJT trainee and trainer in the "personnel ID list" of the entry. Because the trainer and trainee become unavailable due to this OJT allocation, in step S107 the processor 202 sets a restriction that they are unavailable. Furthermore, in step S108, the processor 202 deletes the job from list L1.

[0116] When the processing of steps S106 to S108 is completed for all assignments in list L3, in step S109, the processor 202 assigns personnel to all remaining jobs in list L1 while taking into consideration the constraints set by the OJT assignments.

[0117] FIG. 18 is a flowchart of the processing by the OJT planning program.

[0118] In step S201, the processor 202 displays a start screen (not shown) for the OJT plan and accepts input from the manager. The start screen has a "P" button for starting the OJT plan, an "E" button for starting the evaluation of the OJT plan, and an "X" button for ending the work.

[0119] In step S202, processor 202 determines whether "P" has been pressed. If "P" has been pressed, in step S205, processor 202 executes the processing of a lacking skill determination module. The processing of the lacking skill determination module is processing for creating a lacking skill table 20507.

[0120] FIG. 19 is a flowchart of the process of the skill deficiency determination module.

[0121] In step S301, the processor 202 acquires a list L11 of skill IDs from the skill table 20502. Subsequently, the processor 202 repeats the processes of the following steps S303 to S312 for all skill IDs in the list L11 (step S302).

[0122] In step S303, the processor 202 counts the number of personnel who have the skill in question in the personnel table 20503, and sets this number in the "number of personnel" field in the skill shortage table 20507.

[0123] Next, in step S304, the processor 202 counts the number of assignments in the assignment table 20505 that have unique jobs whose start date and time are within the period [now() - 56 days, now()], whose job skill set includes OJT skills, and whose OJT flag is "false." now() is the current date and time. Here, 56 days, or 8 weeks, is an example, and other periods may be used. Here, the number of jobs that require the skill is being counted. Then, the processor 202 sets the number of job assignments, which is the count result, to the "Number of Jobs" in the deficiency skill table 20507.

[0124] Next, in step S305, the processor 202 calculates the number of jobs / number of personnel, and sets it as the shortage rate in the skill shortage table 20507.

[0125] Next, in step S306, the processor 202 refers to the assignment table 20505, obtains all assignments whose start date and time are within the period [now()-56 days, now()], whose job skill set includes the skill that is the target of OJT, and whose OJT flag is "false", and creates a list L12 of those assignments.

[0126] Next, in step S307, the processor 202 selects from list L12 only assignments whose start date and time in the assignment table 20505 is later than the desired start date and time in the job table 20501, and creates a list L13 of those assignments. The list L13 created here is a list of assignments in which an assignment mismatch has occurred. Next, in step S308, the processor 202 sets the "number of assignment mismatches" in the lacking skill table 20507 to the size of list L13.

[0127] Next, in step S309, the processor 202 calculates the total value of the assignments in list L13 (start date and time in assignment table 20505 - desired start date and time in job table 20501). Then, the processor 202 sets the calculated total value to the "total assignment mismatch delay time (minutes)" in the lacking skill table 20507.

[0128] Next, in step S310, the processor 202 sets the "minimum number of personnel required" in the skill shortage table 20507 by referring to the "minimum number of personnel required" in the skill table 20502.

[0129] Next, in step S311, the processor 202 obtains the most recent assignment A in which the OJT skill is included in the job skill set from the assignment table 20505. Furthermore, in step S312, the processor 202 calculates (now() - start date and time of assignment A) in number of days, and sets the number of days in the "Most recent assignment (days ago)" in the lacking skill table 20507.

[0130] Returning to FIG. 18, next, in step S206, the processor 202 creates a list L2 of skills by selecting from the deficiency skill table 20507 all skills for which the "deficiency rate" is greater than 1 or the "number of allocation mismatches" is greater than 0 or the "most recent allocation (days ago)" is greater than 35 or the "number of personnel" is less than the "minimum number of personnel required."

[0131] Next, in step S207, the processor 202 displays a list L2 to the manager using the skill selection GUI UI01, and prompts the manager to select skills to be included in the OJT. As shown in Fig. 10, the manager checks the checkboxes of the skills to be included in the OJT based on the various measurement values ​​displayed in the skill selection GUI UI01, and presses the "OK" button.

[0132] In the example of Figure 10, four skills are displayed. The skill with skill ID S000102 is displayed because the number of allocation mismatches is 4. The skill with skill ID S000203 is displayed because its shortage rate is 1.33. The skill with skill ID S000302 is displayed because the number of personnel is 20, which is less than the minimum required number of personnel of 25. The skill with skill ID S000402 is displayed because its most recent allocation was 40 days ago, which is longer than the standard 35 days, and no personnel have performed work requiring that skill for a long period of time. Note that the standard 35 days is just an example, and other numbers of days may be used. Here, the skill with skill ID S000102 is selected as the target for OJT.

[0133] Next, in step S208, the processor 202 requests the administrator to use the OJT plan generation GUI UI02 to input the "number of trainees," "number of jobs," and "number of times" for each skill selected in step S207. As shown in Fig. 11, the OJT plan generation GUI UI02 has input fields for each of the "number of trainees," "number of jobs," and "number of times." Here, 2 is input for each of the number of trainees, number of jobs, and number of times.

[0134] Next, in step S209, the processor 202 checks whether a normal value was entered in step S208. Specifically, if 1≦"number of trainees"≦"number of personnel in the skill shortage table 20507" and 1≦"number of jobs"≦"number of manually scheduled jobs that have the skills selected in the skill set and for which the OJT flag is set to "true" in the job table 20501", it is determined to be normal. If an abnormal value was entered, the processor 202 returns to step S208.

[0135] If it is determined in step S209 that a normal value has been entered, then in step S210, the processor 202, after confirmation by the administrator, creates an entry in the OJT plan table 20508 with the data assigned a new OJT plan ID, sets the skill ID of the entry to S000102, sets the number of trainees to 2, sets the number of jobs to 2, sets the number of times to 2, sets the current date and time as the registration date and time, and sets the status to "registered."

[0136] Next, in step S211, the processor 202 executes the processing of the OJT job assignment module. The processing of the OJT job assignment module is processing to determine the trainees to be developed through OJT, the jobs to be used in OJT, and the trainers who will be the instructors for OJT. In other words, the processing of the OJT job assignment module is processing to create the OJT assignment table 20509 shown in FIG. 13.

[0137] FIG. 20 is a flowchart of the processing of the OJT job assignment module.

[0138] In step S401, the processor 202 acquires a list L31 of OJT plans with a status of "registered" from the OJT plan table 20508.

[0139] Next, the processor 202 repeats the following processing of steps S403 to S415 for all the OJT plans in the list L31 (step S402).

[0140] In step S403, the processor 202 extracts one unprocessed OJT plan from the list L31. Next, in step S404, the processor 202 executes the processing of a trainee selection module. The processing of the trainee selection module is processing for selecting a trainee to be trained through OJT.

[0141] FIG. 21 is a flow chart of the processing of the trainee selection module.

[0142] In step S601, the processor 202 obtains a list L321 of personnel who have the same skills as the target skills of the OJT plan but whose skill levels are lower than the level to be developed by the OJT plan, from the personnel table 20503. Next, in step S602, the processor 202 sorts the personnel in the list L321 in descending order of skill level.

[0143] Next, in step S603, the processor 202 determines whether the number of personnel in list L321 is equal to or greater than the number of trainees in the OJT plan. If the number of personnel in list L321 is equal to or greater than the number of trainees in the OJT plan, in step S604, the processor 202 selects personnel equal to the "number of trainees in the OJT plan" from the top of list L321 as targets for OJT, and ends the processing.

[0144] If the number of personnel in list L321 is smaller than the number of trainees in the OJT plan, in step S605, the processor 202 creates a personnel list L322 by selecting personnel who do not have the skills to be developed in the OJT plan ("number of trainees in OJT plan" - "number of personnel in list L321") from the personnel table 20503. At this time, the method of selecting personnel is not particularly limited, and may be random selection, for example.

[0145] Next, in step S606, the processor 202 adds list L322 to the sorted list L321, thereby determining personnel to be the targets of OJT.

[0146] As described above, in the processing of the trainee selection module, priority is given to personnel who have the same skills as the target skills of the OJT plan but whose skill level is lower than the level to be developed in the OJT plan, and among them, personnel who have a higher level are given priority and selected as trainees to be developed in the OJT. This gives priority to personnel who can quickly reach the desired level of the desired skills in the OJT plan, making it possible to quickly develop personnel who have the desired skills at the desired level.

[0147] 20, in step S405, the processor 202 creates a job list L33 by manually extracting regular jobs whose OJT flags are set to "true" and whose skill sets include the skills of the OJT plan from the job table 20501. Next, in step S406, the processor 202 sorts the jobs in the list L33 in ascending order of the execution cycle at which the jobs are repeated.

[0148] Next, in step S407, the processor 202 determines whether or not the list L33 is empty. If the list L33 is empty, the processor 202 returns to step S403.

[0149] If the list L33 is not empty, then in step S408, the processor 202 determines whether the number of jobs in the list L33 is equal to or greater than n (n=number of trainees in the OJT plan×number of jobs in the OJT plan).

[0150] If the number of jobs in list L33 is less than n, then in step S409, the processor 202 manually selects irregular jobs from the job table 20501 whose OJT flag is set to "true" and whose skill set includes skills in the OJT plan, and adds them to list L33, thereby setting the number of jobs in list L33 to n.

[0151] Subsequently, the processor 202 repeats the following processes of steps S411 to S414 for all trainees in the list L321 (step S402).

[0152] In step S411, the processor 202 sequentially acquires the next number of jobs equal to the "number of jobs in the OJT plan" from the list L33, and creates a list L34.

[0153] Subsequently, the processor 202 repeats the process of step S414 for each job in the list L34 the number of times specified in the OJT plan.

[0154] Step S414 is processing of an OJT job assignment module, which is processing for determining an OJT trainer.

[0155] FIG. 22 is a flowchart of the processing of the OJT job assignment module 2.

[0156] In step S701, the processor 202 acquires the next start date and time of the job and sets that date and time to "Start." Next, in step S702, the processor 202 sets "End" to the date and time of "Start" + the "required time (minutes)" of the job + 60 minutes, and sets ("Start", "End") to period I.

[0157] Next, in step S703, the processor 202 determines whether the trainee has already been assigned a job in period I. If the trainee has already been assigned a job in period I, the trainee cannot participate in the OJT in period I, so the processor 202 returns to step S701 and obtains the next start date and time.

[0158] If the trainee has not yet been assigned a job in period I, in step S704, the processor 202 checks whether the trainee can be assigned to period I or whether a shift corresponding to period I has not yet been planned. If the trainee can be assigned to period I or a shift corresponding to period I has not yet been planned, the trainee cannot participate in OJT in period I, so the processor 202 returns to step S701 and obtains the next start date and time for the job.

[0159] If a trainee can be assigned to period I or a trainee shift corresponding to period I has not yet been planned, then in step S705, the processor 202 acquires a list L351 of personnel who (1) possess all the skills required for the job at a level equal to or higher than the level required for the job, and (2) have no job assigned to period I. The personnel on this list L351 are personnel who have the skills to be trainers. Next, in step S706, the processor 202 determines whether the list L351 is empty. If the list L351 is empty, the processor 202 returns to step S701.

[0160] If list L351 is not empty, then in step S707, the processor 202 selects from list L351 personnel who can be assigned a job in period I or who have not yet planned a shift corresponding to period I, and creates list L352. The personnel in this list L352 are personnel who can participate as trainers in OJT in period I. Next, in step S706, the processor 202 determines whether list L352 is empty. If list L352 is empty, the processor 202 returns to step S701.

[0161] If the list L352 is not empty, then in step S709, the processor 202 selects one of the personnel in the list L352 as the "trainer" for the OJT. Next, in step S710, the processor 202 adds to the OJT assignment table 20509 a record of the OJT in which the job is assigned to the trainee and the trainer for the period from "Start" to "End."

[0162] Returning to Figure 20, once the OJT duties, trainees, and trainers for the OJT plan have been decided, in step S415, the processor 202 sets the start date and end date of the OJT plan in the OJT plan table 20508 to the earliest and latest dates, respectively, among all OJT assignments under the OJT plan, and sets the status to "In progress."

[0163] 18, after the processing of the OJT job assignment module in step S211 is completed, next in step S212 the processor 202 displays the OJT assignment to the manager using the OJT plan confirmation GUI UI03. In the example of the OJT plan confirmation GUI UI03 shown in Fig. 14, assignment is made so that two trainees will each experience two jobs twice.

[0164] This completes the series of processes for the OJT plan.

[0165] Next, the evaluation process after OJT will be explained.

[0166] If "P" has not been pressed in step S202, then in step S203 the processor 202 determines whether or not "E" has been pressed. If "E" has been pressed, then in step S213 the processor 202 acquires a list L4 of OJT plans whose status is "in progress" from the OJT plan table 20508.

[0167] Next, the processor 202 repeats the process of step S215 for all the OJT plans in the list L4 (step S214).

[0168] In step S215, the processor 202 sets the status of the OJT plan in the OJT plan table 20508 to "Completed." Furthermore, if all assignments in the OJT assignment table 20509 are already in the assignment table 20505 and completed, the trainee has experienced all the OJT scheduled in the OJT plan and has acquired the desired skills to the desired level. Therefore, the processor 202 updates the skill sets of all trainees in the personnel table 20503.

[0169] Next, in step S216, the processor 202 acquires, from the OJT plan table 20508, a list L5 of OJT plans whose status is "completed."

[0170] Next, the processor 202 repeats the processing of the OJT evaluation module in step S218 for all OJT plans in the list L5 (step S217).

[0171] FIG. 23 is a flowchart of the processing of the OJT evaluation module.

[0172] In step S501, the processor 202 acquires the end date E of the OJT plan from the OJT plan table 20508.

[0173] Next, in step S502, the processor 202 refers to the allocation table 20505 and obtains a list L61 of all allocations whose end dates are within the period [(E-56 days), E], whose job skill sets include OJT skills, and whose OJT flags are "false." Also, in step S503, the processor 202 refers to the allocation table 20505 and obtains a list L62 of all allocations whose end dates are within the period [E, (E+56 days)], whose job skill sets include OJT skills, and whose OJT flags are "false." Note that 56 days, or 8 weeks, is an example of an evaluation period, and other periods may be used.

[0174] Next, in step S504, the processor 202 selects from each of lists L61 and L62 only assignments whose start date and time in the assignment table 20505 is later than the desired start date and time in the job table 20501, and obtains lists L63 and L64, respectively.

[0175] Next, in step S505, the processor 202 sets the size values ​​of the lists L63 and L64 to the allocation mismatch before and after OJT in the OJT evaluation table 20510, respectively.

[0176] Next, in step S506, the processor 202 counts the number of personnel who have the OJT skills according to the OJT plan (the number of people at the time the evaluation is being conducted) as p, and sets the "number of personnel after OJT" in the OJT evaluation table 20510 to the value of p.

[0177] Next, in step S507, the processor 202 obtains the “number of trainees” of the OJT from the OJT planning table 20508 as x, and sets the value of (px) to the “number of personnel before OJT” in the OJT evaluation table 20510.

[0178] Next, in step S508, the processor 202 refers to the job performance table 20506 and acquires lists L65 and L66 of jobs for which performance information has been obtained from among the jobs in list L61 and list L62, respectively.

[0179] Next, in step S509, the processor 202 calculates the average value of the "required time (minutes)" for each job in list L65 and list L66, and sets these results in "Job completion time (minutes) - before OJT" and "Job completion time (minutes) - after OJT" in the OJT evaluation table 20510, respectively.

[0180] Next, in step S510, the processor 202 calculates the average value of the "number of operation errors" for each job in list L65 and list L66, and sets these results in "number of operation errors - before OJT" and "number of operation errors - after OJT" in the OJT evaluation table 20510, respectively.

[0181] 18, when the processing of the OJT evaluation module for all OJT plans on list L5 is completed, then in step S219, the processor 202 presents the evaluation of the OJT plan to the manager using the OJT evaluation GUI UI04. Then, after calculating the evaluation of the OJT plan and presenting it to the manager, the processor 202 sets the status of the OJT plan in the OJT plan table 20508 to "evaluated."

[0182] In the example of the OJT evaluation GUI UI04 shown in FIG. 16, the manager can select an OJT or skill using a dropdown and evaluate the effectiveness of the OJT by comparing the state before and after the OJT.

[0183] The present embodiment is an example for explaining the present invention, and is not intended to limit the scope of the present invention to only these embodiments. Those skilled in the art can implement the present invention in various other forms without departing from the scope of the present invention.

[0184] The present embodiment includes the following features, but is not limited to the features included in the present embodiment.

[0185] (Item 1) A personnel management system for managing personnel who perform skilled jobs, a storage device for storing management information and software programs; a processor that references the management information and executes the software program; The management information includes job information indicating, for each job, the date and time when the job should be performed and the skills required for the job, job performance information recording, for each job, the date and time when the job was actually performed and the performance results of the job, skill information indicating, for each skill, the required number of personnel with the skill, and personnel information indicating, for each personnel, the skills possessed by the personnel, Based on the management information, the processor identifies deficient skills that personnel lack, defines trainees, trainers, and jobs, and creates an OJT plan that defines OJT for the trainee to acquire the deficient skills by having the trainer and trainee perform the jobs, and compares the results of performing the jobs related to the deficient skills and / or the number of personnel who have the deficient skills before and after implementing the OJT.

[0186] This allows for management to ensure that personnel have the skills required for the job.

[0187] (Item 2) In the personnel management system described in item 1, The processor: For each skill, the deficient skill is identified based on at least one of the following: the degree of shortage of personnel for the job based on the number of personnel who have the skill in the personnel information and the number of jobs requiring the skill in the job information; the degree of delayed assignment based on the date and time the job requiring the skill in the job information should be performed and the date and time the job was actually performed in the job performance information; the degree of shortage of personnel who have the skill in the personnel information; and the period of time that has elapsed since the job requiring the skill was performed by a personnel.

[0188] According to this, there is concern that when work tasks are automated and opportunities for personnel to perform them manually decrease, the skills of personnel will decline. However, skills that have not been assigned to personnel and performed for a long period of time are extracted as deficient skills, so it is possible to identify skills for which personnel are lacking, including skill decline due to automation.

[0189] (Item 3) In the personnel management system described in item 1, The personnel information is information that enables determining the type and level of skills possessed by personnel, The job information is information that enables determining the type and level of skills required for the job, The processor refers to the personnel information and the job information, and determines as the trainee a person who has the same type of skill as the deficient skill but whose skill level is lower than the level required for the job.

[0190] This allows personnel who have the same type of skills as the missing skill but have not reached the required level to be selected as trainees on a priority basis, making it possible to quickly develop personnel who have the desired skills at the desired level.

[0191] (Item 4) In the personnel management system described in item 1, The job information is information that can determine whether the job is a job that is performed manually, whether the job is a job that is performed repeatedly on a regular basis, and the cycle at which the job is repeatedly performed, The processor targets the OJT with duties that are manually performed and periodically repeated, and assigns the OJT to those with the shortest cycles among the targets, preferentially.

[0192] This allows for the selection of manually performed tasks that are performed repeatedly on a regular basis as the tasks to be used for OJT on a priority basis, thereby enabling OJT to be implemented early and personnel to be developed quickly.

[0193] (Item 5) In the personnel management system described in item 1, The job information is information that enables a determination of the time required for the job, The processor allocates to the OJT a time period that is the sum of the time required for the job of the OJT plus a predetermined margin time.

[0194] (Item 6) In the personnel management system described in item 5, The management information further includes allocation information indicating, for each job, the personnel who will perform the job and the date and time; The processor refers to the personnel information and the allocation information and determines as trainers for the OJT personnel who have the skills required for the OJT job at the level required for that job and who are not assigned other jobs during the time allocated to the OJT.

[0195] (Item 7) In the personnel management system described in item 1, The results of performing the job related to the lacking skill include at least one of an allocation mismatch in which the date and time when the job was actually performed is later than the date and time when the job requiring the lacking skill should have been performed, the job completion time required to perform the job, and the number of operational errors that occurred in performing the job.

[0196] (Item 8) In the personnel management system described in item 1, The processor displays a screen that allows a comparison of the job performance results related to the skill deficiency and / or the number of personnel with the skill deficiency before and after the OJT is implemented. [Explanation of symbols]

[0197] 101...information system, 102...information system management server, 103...OJT job assignment server, 103...network, 104...OJT job assignment server, 105...terminal device, 201...network interface, 202...processor, 203...input / output device interface, 204...memory, 205...local disk

Claims

1. A personnel management system for managing personnel who perform skilled jobs, a storage device for storing management information and software programs; a processor that references the management information and executes the software program; The management information includes job information indicating, for each job, the date and time when the job should be performed and the skills required for the job, job performance information recording, for each job, the date and time when the job was actually performed and the performance results of the job, skill information indicating, for each skill, the required number of personnel with the skill, and personnel information indicating, for each personnel, the skills possessed by the personnel, The processor identifies, based on the management information, skills that are lacking in personnel, defines trainees, trainers, and jobs, and creates an OJT plan that defines OJT for the trainees to acquire the lacking skills by having the trainers and trainees perform the jobs, and compares the results of the performance of the jobs related to the lacking skills and / or the number of personnel who have the lacking skills before and after the OJT is implemented. Workforce management system.

2. The processor: For each skill, the shortage of skills is identified based on at least one of the following: the degree of shortage of personnel for the job based on the number of personnel who have the skill in the personnel information and the number of jobs requiring the skill in the job information; the degree of delayed assignment based on the date and time when the job requiring the skill in the job information should be performed and the date and time when the job was actually performed in the job performance information; the degree of shortage of personnel who have the skill in the personnel information; and the period of time that has elapsed since the job requiring the skill was performed by a personnel; The personnel management system of claim 1 .

3. The personnel information is information that enables determining the type and level of skills possessed by personnel, The job information is information that enables determining the type and level of skills required for the job, the processor refers to the personnel information and the job information, and determines, as the trainee, a person who has the same type of skill as the lacking skill but whose skill level is lower than the level required for the job; The personnel management system of claim 1 .

4. The job information is information that can determine whether the job is a job that is performed manually, whether the job is a job that is performed repeatedly on a regular basis, and the cycle at which the job is repeatedly performed; The processor targets the OJT for work that is manually performed and periodically repeated, and assigns the OJT to the work that has the shortest cycle among the targets. The personnel management system of claim 1 .

5. The job information is information that enables a determination of the time required for the job, the processor allocates to the OJT a time obtained by adding a predetermined margin time to a required time for the job of the OJT; The personnel management system of claim 1 .

6. The management information further includes allocation information indicating, for each job, the personnel who will perform the job and the date and time; The processor refers to the personnel information and the assignment information, and determines, as the trainer of the OJT, a personnel who has the skills required for the job of the OJT at the level required for the job and who is not assigned to other jobs during the time allocated to the OJT. The personnel management system according to claim 5 .

7. The execution results of the job related to the lacking skill include at least one of an allocation mismatch in which the date and time when the job was actually executed is later than the date and time when the job requiring the lacking skill should have been executed, a job completion time required to execute the job, and the number of operation errors that occurred in the execution of the job. The personnel management system of claim 1 .

8. The processor displays a screen that enables a comparison of the performance results of the job related to the lacking skill and / or the number of personnel with the lacking skill before and after the OJT is implemented. The personnel management system of claim 1 .

9. A personnel management system for managing personnel who perform jobs requiring skills, the system having a storage device for storing management information and a software program, and a processor that references the management information and executes the software program, the management information including job information indicating, for each job, the date and time when the job should be performed and the skills required for the job, job performance information that records, for each job, the date and time when the job was actually performed and the results of performing the job, skill information indicating, for each skill, the required number of personnel with the skill, and personnel information indicating, for each personnel, the skills possessed by the personnel, the processor in the computer: Identifying skills that are insufficient for personnel based on the management information; Create an OJT plan that defines the trainee, trainer, and job duties, and that defines OJT that will enable the trainee to acquire the lacking skills by having the trainer and the trainee carry out the job duties; Comparing the results of the job performance related to the lack of skills and / or the number of personnel with the lack of skills before and after the OJT is implemented; A personnel management method for carrying out this task.

10. A personnel management system for managing personnel who perform jobs requiring skills, the system having a storage device for storing management information and a software program, and a processor that references the management information and executes the software program, the management information including job information indicating, for each job, the date and time when the job should be performed and the skills required for the job, job performance information that records, for each job, the date and time when the job was actually performed and the results of the job performance, skill information indicating, for each skill, the required number of personnel with the skill, and personnel information indicating, for each personnel, the skills possessed by the personnel, the processor in the computer, Identifying skills that are insufficient for personnel based on the management information; Create an OJT plan that defines the trainee, trainer, and job duties, and that defines OJT that will enable the trainee to acquire the lacking skills by having the trainer and the trainee carry out the job duties; Comparing the results of the job performance related to the lack of skills and / or the number of personnel with the lack of skills before and after the OJT is implemented; A workforce management program to get things done.

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